Sexual Harassment Policy

Students, Faculty and Staff

  

Summary of Policy Against Sexual Harassment

Policy Statement

It is the policy of Long Island University to promote a cooperative work and academic environment in which there exists mutual respect for all University students, faculty, and staff.  Sexual harassment is inconsistent with this objective and contrary to the University policy of equal employment and academic opportunity without regard to age, sex, sexual orientation, alienage or citizenship, religion, race, color, national or ethnic origin, disability, and veteran status.  Sexual harassment is illegal under Federal, State, and City laws, and will not be tolerated within the University.

 

Prohibited Conduct

It is a violation of University policy for any member of the University community to engage in sexual harassment or to retaliate against any member of the University community for raising an allegation of sexual harassment, for filing a complaint alleging sexual harassment, or for participating in any proceeding to determine if sexual harassment has occurred.

 

Definition of Sexual Harassment

For purposes of this policy, sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other oral or written communications or physical conduct of a sexual nature when:

1.  submission to such conduct is made either explicitly or implicitly a term or condition of any individual’s employment or academic standing;

2.  submission to or rejection of such conduct by an individual is used as a basis for employment or academic decisions affecting such individual;

or

3.  such conduct has the purpose or effect of unreasonably interfering with an individual’s work  or academic performance or creating an intimidating, hostile or abusive work or academic environment.

 

Examples of Sexual Harassment

Examples of sexual harassment include, but are not limited to, the following:

 

Consensual Relationships

Amorous, dating, or sexual relationships that might be appropriate in other circumstances have inherent dangers when they occur between a faculty member, supervisor, or other member of the University community and any person for whom he or she has a professional responsibility.  These dangers can include:  that a student or employee may feel coerced into an unwanted relationship because he or she fears that refusal to enter into the relationship will adversely affect his or her education or employment; that conflicts of interest may arise when a faculty member, supervisor, or other member of the University community is required to evaluate the work or make personnel or academic decisions with respect to an individual with whom he or she is having a romantic relationship; that students or employees may perceive that a fellow student or co-worker who is involved in a romantic relationship will receive an unfair advantage; and that if the relationship ends in a way that is not amicable, either or both of the parties may wish to take action to injure the other party.

Faculty members, supervisors, and other members of the University community who have professional responsibility for other individuals, accordingly, should be aware that any romantic or sexual involvement with a student or employee for whom they have such a responsibility may raise questions as to the mutuality of the relationship and may lead to charges of sexual harassment.  For the reasons stated above, such relationships are not permitted.
 

Academic Freedom

This policy shall not be interpreted so as to constitute interference with academic freedom.
 

False and Malicious Accusations

Members of the University community who make false and malicious complaints of sexual harassment, as opposed to complaints which, even if erroneous, are made in good faith, will be subject to disciplinary action.

Procedures

 The University has developed procedures to implement this policy.  The Provost of each residential camps or the chief operating officer of each nonresidential campus has ultimate responsibility for overseeing compliance with this policy.  In addition, each dean, director, department chairperson, administrator, or other person with supervisory responsibility is required to report any complaint of sexual harassment to an individual or individuals to be designated in the procedures.  All members of the University community are required to cooperate in any investigation of a person with supervisory responsibility is required to report any complaint of sexual harassment to an individual or individuals to be designated in the procedures.  All members of the University community are required to cooperate in any investigation of a sexual harassment complaint.  Please be advised that if any employee fails to report any incident of sexual harassment and/or refuses to participate in the investigation, said employee may effectively waive and/or forfeit any available remedies at law.
 

Investigation

 The representative/investigator will schedule a meeting with the person making the complaint.  Thereafter, the University will thoroughly investigate the complaint, which will include an interview with the alleged harasser and any potential witnesses.  Upon completion of the investigation, the person making the complaint will be contacted and advised of the outcome of the investigation.  The University will conduct the investigation as expeditiously as possible given the nature of the academic calendar which includes summer vacation and intercession periods.
 

Enforcement

 There is a range of corrective actions and pentitleies available to the University for violations of this policy.  Employees who are found to have violated this policy are subject to various pentitleies, up to and including termination of employment.  All such disciplinary actions will be subject to the provisions of the relevant collective bargaining agreement, if applicable.

Campus Contact Persons  Any person who wishes to file a sexual harassment complaint may do so by contacting a Campus Representative.  The Campus Representatives for the Brooklyn Campus are:
Brad Cohen*	(718) 488-3406
Sam Jones	(718) 488-1058
Cris Gleicher	(718) 488-1006
Rhianon Allen	(718) 488-3347
Robert Barry	(718) 488-3321
Karlene Jackson	(718) 488-1216
Dennis Curley	(718) 488-1463
Stuart Fishelson	(718) 488-1343
Hildi Hendrickson	(718) 488-1185
Gladys Schrynemakers	(718) 488-3404
Diana Voelker	(718) 488-1651
Lynda Penn	(718) 488-1266
Thomas Schmitz	(718) 780-4060
Cathy O’Sullivan	(718) 488-3459
Jessica Trubek	(718) 488-1374
Donna Dolinsky	(718) 488-1105
Ellen Becker	(718) 488-1540
Amy Krentzman	(718) 488-1657
*Coordinator Complaints may also be filed with the Campus Provost or Chief Operating Officer or a Dean.  In addition, the University has retained Prefix pre-dispute solutions, LLC to be available to accept sexual harassment complaints 24 hours a day, seven days a week by calling the following toll-free number:  1-888-LIU-5559.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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Some FAQs (Frequently Asked Questions) About Sexual Harassment

 

Q.  Who may make a complaint of sexual harassment?

 A.  Any member of the college community may report complaints of sexual harassment.
 

 Q.  Must sexual harassment complaints be made in writing?

 A.  No.  Sexual harassment complaints may be made by speaking to the Campus Representative.  The Representative may, however, request an individual to prepare a written statement setting forth the particulars of the complaint.

 Q.  Are sexual harassment complaints kept confidential?

 A.  It is not possible to guarantee absolute confidentiality.  The privacy of persons who make complaints of sexual harassment will be respected.  Information obtained in connection with brining, investigating, or resolving complaints will be handled as confidentially as possible.

Q.  Are there time limits for reporting sexual harassment to the panel?

 A.  There are no time limits for reporting sexual harassment.  However, allegations of sexual harassment should be reported as promptly as possible.  Delay in making a complaint may make it more difficult to investigate the allegations.

Q.  What should be done upon learning of an incident of sexual harassment involving another person?

A.  A member of the University community with supervisory responsibility must report to the Campus Representative any incidents of sexual harassment of which he or she becomes aware or reasonably believes to exist.  Other members of the University community who become aware of allegations of sexual harassment should encourage the aggrieved individual to report the alleged sexual harassment to the appropriate campus personnel.

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